本文關(guān)鍵詞： G高職院校 教師 工作滿意度 影響因素　出處：《華南理工大學(xué)》2014年碩士論文　論文類型：學(xué)位論文

【摘要】：知識(shí)經(jīng)濟(jì)時(shí)代對(duì)優(yōu)秀人力資源需求越來(lái)越緊迫，對(duì)作為高等知識(shí)人才培養(yǎng)基地的高等院校提出了更高的要求。高等院校承擔(dān)國(guó)家人才培養(yǎng)，科學(xué)研究和社會(huì)服務(wù)的重要職責(zé)，作為主體的教師在其中發(fā)揮著巨大的作用，直接影響高等院校日常運(yùn)作。關(guān)注教師，關(guān)注教師工作滿意度，就關(guān)注了我國(guó)高知識(shí)人才的培養(yǎng)，因?yàn)橛行У墓ぷ鳚M意管理，關(guān)系到教師的工作積極性與工作績(jī)效，關(guān)系到學(xué)校的有效運(yùn)作，是形成學(xué)校競(jìng)爭(zhēng)力的核心資源。教師工作滿意度還影響教師出勤和師生身心健康。高等教育不斷擴(kuò)招，計(jì)劃生育政策和升學(xué)就業(yè)途徑擴(kuò)充卻使高考人數(shù)減少，作為培養(yǎng)技能型人才的高職招生將受到嚴(yán)峻挑戰(zhàn)，必須提高核心競(jìng)爭(zhēng)力才能得以長(zhǎng)期發(fā)展。G校是公辦全日制普通高等職業(yè)院校，目前出現(xiàn)教師怨言，教師流失，上班遲到，學(xué)生事故頻發(fā)，學(xué)生投訴授課質(zhì)量等現(xiàn)象，給學(xué)校正常運(yùn)作帶來(lái)嚴(yán)重影響。 結(jié)合高職院校教師工作滿意度重要性，高職院校特性及G�，F(xiàn)階段的突出問(wèn)題，本文將G校教師工作滿意度選為研究對(duì)象，采用訪談法與問(wèn)卷調(diào)查法進(jìn)行現(xiàn)狀研究，使用SPSS17軟件進(jìn)行統(tǒng)計(jì)分析。分析中發(fā)現(xiàn)教師工作滿意度狀況如下：第一，G校教師對(duì)工作滿意度持中立態(tài)度，對(duì)社會(huì)支持，工作回報(bào)滿意度較高，對(duì)學(xué)校政策與管理，職業(yè)規(guī)劃與發(fā)展，工作環(huán)境與壓力滿意度較低；第二，工作滿意度與人口統(tǒng)計(jì)學(xué)因素相關(guān)，除教師性別外，年齡，學(xué)歷，職稱，教師身份，工作崗位，教齡等變量均影響滿意度。影響滿意度原因在于：政策與制度制定與執(zhí)行不公開(kāi)透明公正；教師缺乏職業(yè)規(guī)劃與發(fā)展培訓(xùn)支持；職稱評(píng)比與競(jìng)聘/競(jìng)崗壓力大；不同崗位，不同身份工作壓力大，收入相差大，身份/崗位轉(zhuǎn)換困難；工作環(huán)境差，缺乏校園文化凝聚力。 針對(duì)G校教師滿意度不高問(wèn)題，為提升教師工作滿意度，提出以下改善建議：首先，完善G校人力資源體系，建立有效的激勵(lì)機(jī)制，提高教師工作滿意度，具體包括完善績(jī)效考核機(jī)制，完善薪酬管理制度，根據(jù)崗位配置人才和做好教師職業(yè)生涯規(guī)劃四個(gè)方面。其次，改善教師工作環(huán)境。第三，活躍學(xué)校教師文化。第四，提高教師參與決策范圍，樹立民主管理理念，規(guī)范管理者權(quán)力與義務(wù)，建立有效溝通渠道。只有這樣，才能不斷激發(fā)教師工作積極性，提高其工作績(jī)效，進(jìn)而提高教師工作滿意度。
[Abstract]:In the era of knowledge economy, the demand for excellent human resources is becoming more and more urgent, which puts forward higher requirements for colleges and universities, which are the bases for training talents of higher knowledge. Institutions of higher learning assume the important responsibilities of national talent training, scientific research and social services. Teachers as the main body play a great role in it, which directly affects the daily operation of colleges and universities. Pay attention to teachers and teachers' job satisfaction, pay attention to the cultivation of high knowledge talents in our country, because of effective job satisfaction management. Teachers' job satisfaction also affects teachers' attendance, teachers' physical and mental health, and the expansion of higher education, which is related to teachers' work enthusiasm and performance, and to the effective operation of schools, and is the core resource for the formation of school competitiveness. The expansion of the family planning policy and the way to pursue higher education and employment has reduced the number of students in the college entrance examination. As a means of training skilled personnel, the recruitment of students in higher vocational colleges will be severely challenged. It is necessary to improve the core competence in order to develop for a long time. G school is a public full-time ordinary higher vocational college. At present, there are complaints from teachers, loss of teachers, lateness to work, frequent student accidents, students complaining about the quality of teaching, and so on. Have a serious impact on the normal operation of the school. Combined with the importance of teachers' job satisfaction in higher vocational colleges, the characteristics of higher vocational colleges and the outstanding problems at the present stage of G school, this paper selects the job satisfaction of teachers in G school as the research object, and adopts the method of interview and questionnaire to study the present situation. Using SPSS17 software for statistical analysis, the results show that teachers' job satisfaction is as follows: first, teachers of school G have neutral attitude towards job satisfaction, high satisfaction with social support, high satisfaction with job return, and high satisfaction with school policies and management. Career planning and development, work environment and stress satisfaction is low; second, job satisfaction is related to demographic factors, except teacher gender, age, education, professional title, teacher status, job position, The influencing factors are: the policy and system formulation and implementation are not open, transparent and fair; teachers lack of career planning and development training support; job title evaluation and competitive / competitive pressure; different positions, Different status work pressure, income difference, identity / post conversion difficulties, poor working environment, lack of campus cultural cohesion. In order to improve the teachers' job satisfaction, the following suggestions are put forward to improve the teachers' job satisfaction: firstly, to perfect the human resource system of G school, to establish an effective incentive mechanism, and to improve the teachers' job satisfaction. It includes four aspects: perfecting the performance appraisal mechanism, perfecting the salary management system, allocating talents according to the position and making the teacher's career plan well. Secondly, improving the working environment of teachers. Thirdly, activating the school teacher culture. 4th, Only by improving the scope of teachers' participation in decision-making, establishing democratic management concepts, standardizing managers' rights and obligations, and establishing effective communication channels, can teachers' enthusiasm for work be stimulated and their work performance improved. And then improve teachers' job satisfaction.
【學(xué)位授予單位】：華南理工大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類號(hào)】：G715.1

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